In this series, we have taken a closer look at the pieces that comprise a total search process from Defining the Opportunity to Identifying Talent. In this last installment of my three-part series, the focus is on initiating the search process and the role of a recruiter should you choose to use one. 

Setting Up the Search Process

An experienced recruiter can identify the kind of search process that works best for your budget and organizational needs.   To customize the process so it delivers favorable results, you need to conduct honest needs-assessment and prepare your organization before the process actually starts. Make certain:

• that the role is right for the need you are filling
• the organization is ready for the process to take place (and to receive the new hire)
• you have funding on hand to attract, retain and provide incentives for outstanding candidate(s)

Flexibility and openness will allow you to meet non-negotiable goals.   For example, by giving up the notion of running a national search for a start-up non-profit leader, you may free up dollars to conduct a sophisticated, meaningful regional search yielding credible results without the burdens of relocation packages and negotiating tricky timelines.

At the other end of the spectrum, targeted networking on a national basis may identify a stand-up leader with all of the experience, credentials and connections you need to move to the next level.  That person may be looking to relocate to your geography.   The best way to maximize your yield is to know for what you are looking and to have worked out precise funding sources to secure the preferred candidate.

Partnering with a Recruiter

With the foundation of your search determined, it’s time to decide whether or not to work with a recruiter. The benefits of a strong partnership include:

• Process Flexibility
• Cost Effectiveness
• Concrete Results

When you work one-on-one with a knowledgeable recruiter, you can eliminate much of the guess-work involved in a search.   You can decide early whether or not to rely on advertisements, postings and/or listserv distributions based on industry data and your organization’s needs and history.  You can also short-circuit the networking process to quickly and efficiently zero in on front-runner so little time is lost in costly exploration.   As well, you can exchange data at the outset that will maximize outcomes and bring the organization to a working pool in short order.

That being said, searches can be unpredictable.  However, pre-emptive planning reduces angst and possibilities for derailment.  The partial search model also allows you to contain expenditures and to address each phase of the search as its own production unit.  Often, this yields success.

A collateral benefit of working with a recruiter is that you can build capacity within your own organization.  Because customized search is highly interactive, you may find that your own Search Committee, in-house human resources department and others involved in the search process develop proficiency that can be useful as you move forward with your mission and continue to identify and manage talent.

When considering all of the aspects we’ve discussed with regard to using a recruiter, remember that your recruiter can be a trusted ally and a key player in your talent recruitment, management and development process.  I recommend consulting with a reputable recruiting firm to assist you in aligning your talent to your organization’s mission and to increase the chance that your search is successful in every way.

Karen Alphonse and ExecSearches provides various recruitment and executive search services for nonprofits.

ExecSearches.com is a job board for nonprofit job seekers interested in fundraising, management and executive nonprofit jobs.

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Last updated on September 19th, 2012 at 10:56 am